Organizations that cannot learn are doomed to repeat the same mistakes. Gaining a competitive advantage is hard. Maintaining a competitive advantage is even harder. To survive and compete over time, organizations must be willing and able to learn and change. In fact, without learning, there can be no change. This is true for individuals, teams, and organizations of all types. And just like individuals and teams, when an organization bounces back from adversity, learning is how it adapts and grows. Resilient organizations are learning organizations. In learning organizations, leaders at all levels build and lead resilient teams.
In any organization, getting the work done can be hard. Resilient teams thrive in challenging environments because they can overcome adversity, and then adapt and grow together. Leaders build resilient teams by creating a positive climate, developing cohesion, and providing purpose. Building resilient teams makes team learning possible. Team learning is the foundation of organizational learning and change.
Learning Objectives for Modules 6 and 7: Enhance the organization’s ability to change and compete by supporting organizational learning (parts 1 and 2).
Assignment 1. Learn the following key terms and ideas. Knowing these key terms and ideas is essential to understanding the concepts that support each leader task in this module. (0.5 hours)
Assignment 2. Reflect on your unique leader/follower experience with each of the leader tasks and concepts below. Consider ALL the reflection questions in detail. The articles are provided to prompt critical thinking about the topics. (5.5 hours)
Knowledge emergence is the creation of new knowledge at the individual or team level, followed by recognition and integration of that knowledge into practice. The organization has not fully “learned” until the new knowledge is codified into the organization’s plans, policies, processes, or procedures.
New knowledge is created in organizations as individuals and teams learn from their experience. Knowledge creation produces new ideas for improvement and innovation. The front-line workers and supervisors that interact the most with the organization’s products, services, and customers are often the best source of new ideas.
Leaders at all levels in an organization should encourage and reward creativity. Creativity is the ability to develop original ideas, options, or possibilities. Leaders sometimes dismiss a new idea for improvement and innovation because it still needs work. Instead, leaders should get involved and help develop the idea into something actionable if possible.
Leaders can foster knowledge emergence by challenging the status quo. Status quo is the current or present condition; the way things usually are. Leaders should ask themselves and their teams; “Is this actually working?” and “Is this the best we can do?”. Constructive dialogue is essential for challenging the status quo.
Leaders should identify and encourage knowledge catalysts, especially those in front-line leadership roles. A knowledge catalyst is an intellectually curious person that routinely seeks knowledge from a variety of sources to improve individual and collective understanding.
Reading:
Making Creativity and Innovation Happen
Where Does Your Innovation Live?
5 Reasons Creativity Gets Crushed at Work
Are you Sitting Comfortably with a Culture of Experimentation?
Your Company can Improve Innovation Outcomes by Thinking Bigger
6 Ways to Remove Organisational Barriers to Innovation
How to Get Past Just Telling People to Change Their Behavior
Knowledge diffusion is the sharing and transfer of knowledge throughout an organization. When new knowledge is integrated into practice in one part of the organization, leaders must ensure that other parts of the organization adopt those same practices.
Knowledge diffusion is difficult when it requires individuals and teams to build new mental models. Even though the new “way of doing things” has proven effective elsewhere in the organization, leaders should expect resistance to change. When leaders personally endorse new practices, diffusion is more likely.
A knowledge network is a system of connected people and tools that enable sharing and transfer of knowledge. Knowledge networks, especially those supported by technology, are essential for knowledge diffusion.
A community of practice is a group of people bound together by what they have learned through mutual interest and experience in a particular activity. In the world of work, communities of practice are everywhere, and we all belong to one or more.
Communities of practice are defined by the knowledge they share, most of which is tacit. Tacit knowledge is subjective knowledge gained from personal experience that is stored in a person’s memory. Communities of practice provide on-the-job training.
Communities of practice are especially effective at transferring knowledge because communities of practice engage in dialogue across traditional organizational boundaries.
Although communities of practice are mostly informal and self-organizing, they are quite effective at managing knowledge in organizations. Organizations can influence the development and effectiveness of these communities by providing people with the time and resources they need to actively participate in them.
Knowledge management in an organization is the process of collecting, analyzing, and organizing explicit knowledge so that it’s accessible to employees. Lessons learned databases are an example of a knowledge management system.
Reading:
Introduction to Communities of Practice
FAQ about Communities of Practice
The Complete Guide to Building Employee Knowledge in the Workplace
Assignment 3: Group discussion of the leader tasks and supporting concepts is a key element of the learning experience. Group discussion (with classmates, friends, or colleagues) of the factual (what), conceptual (why), and procedural (how) knowledge relevant to each leader task ensures that you are well-prepared for the RBLP, RBLP-C, or RBLP-T leader certification exam. (1-3 hours)
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“RBLP”, “Resilience-Building Leadership Professional”, “Learn More. Lead Better.”, and the RBLP shield logo are registered trademarks of Resilience-Building Leader Program, Inc.
Our mission at Resilience-Building Leader Program (RBLP®) is to certify leaders on building and leading resilient teams in the workplace. We have issued thousands of leader certifications to supervisors, managers, and senior managers since our founding in 2018.
Why? Because in any organization, getting the work done can be hard. Sometimes, it can be really hard. Resilient teams thrive in challenging environments because they can overcome adversity, and then adapt and grow together.
Leaders build resilient teams by creating a positive climate, developing cohesion, and providing purpose. Building resilient teams makes team learning possible. Team learning is the foundation of organizational learning and change.
RBLP is our core leader certification. Supervisors and above are eligible.
Curriculum modules 1-3
1.5-hour oral exam
RBLP-C is our Coach certification. Managers and above are eligible.
Curriculum modules 1-5
2.5-hour oral exam
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Curriculum modules 1-7
3.5-hour oral exam
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© 2019-2024 | Resilience-Building Leader Program, Inc. | All Rights Reserved
“RBLP”, “Resilience-Building Leadership Professional”, “Learn More. Lead Better.”, and the RBLP shield logo are registered trademarks of Resilience-Building Leader Program, Inc.